HRM

Definition: A human resource information system (HRIS) is an information system or managed service that provides a single, centralized view of the data that a human resource management (HRM) or human capital management (HCM) group requires for completing human resource (HR) processes. To put it another way, a HRIS may be viewed as a way, through […]

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[post_content] => Definition: A human resource information system (HRIS) is an information system or managed service that provides a single, centralized view of the data that a human resource management (HRM) or human capital management (HCM) group requires for completing human resource (HR) processes.
To put it another way, a HRIS may be viewed as a way, through software, for businesses big and small to take care of a number of activities, including those related to human resources, accounting, management, and payroll. A HRIS allows a company to plan its HR costs more effectively, as well as to manage them and control them without needing to allocate too many resources toward them.
In most situations, a HRIS will also lead to increases in efficiency when it comes to making decisions in HR. The decisions made should also increase in quality—and as a result, the productivity of both employees and manages should increase and become more effective.

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Leave Management module

Personnel Management (Basic HR) module

Employment Equity module

Skills Development module

General Ledger module

Job Costing module

Loan module

SMART (Payroll Reporting) module

InfoSlips (electronic & mobil payslips) module

Through the efficiency advantages conferred by HRIS systems, a HR administrator can obtain many hours of his or her day back instead of spending these hours dealing with non-strategic, mundane tasks required to run the administrative-side of HR.
Similarly, a HRIS allows employees to exchange information with greater ease and without the need for paper through the provision of a single location for announcements, external web links, and company policies. This location is designed to be centralized and accessed easily from anywhere within the company, which also serves to reduce redundancy within the organization.
For example, when employees wish to complete frequently recurring activities such as requests for time off or electronic pay stubs and changes in W-4 forms—such procedures can be taken care of in an automated fashion without the need for human supervision or intervention. As a result, less paperwork occurs and approvals, when deigned, may be appropriated more efficiently and in less time.

Identify Manpower Requirements

In the most basic sense, an HR information system organizes information about every job in your organization. This information might include details such as who is currently in the position, what she is paid and what her job responsibilities, training needs and assigned benefits are. You can use reports about groups of positions or your entire workforce to determine your manpower requirements. To increase production on the factory floor, for example, you must ensure there are enough employees to staff the expansion to your schedule. With a computerized system, you can study the impact of expansion, such as how much it will cost to add the employees that will be needed.

Identifying Resources

When you must make decisions such as how much manpower will be required, you want to determine quickly what resources are already at your disposal. Using an HRIS, you can make better decisions. Instead of jumping immediately to a plan to recruit and train new employees for factory production expansion, you could pull a report from the HRIS, identifying employees who have skills and training required to be promoted to the new positions. Then, you can recruit less-skilled workers to replace them.

Compliance

In most firms, there is a critical need to manage how employees are treated, especially to comply with the requirements of Nigerian Labour Law. This is easier when you have all the ways that applicants and employees are handled and their data, from their application to their termination, in one powerful information system. For example, an HR manager could pull a report about the diversity of the organization, including percentages of employees in each occupation by their race, gender or national origin. This report would help to show whether the business is complying with Equal Employment Opportunity regulations.

Importance

HRIS as a whole mainly improves information sharing and communication between the company and the employees. HRIS made it easy for the human resources department to smoothly operate all components. With the accurate and objective tracking of compensation and benefits, employees' morale and motivation increases. The Human Resource Information System reduces cost and time spent on manual data consolidation. It allows the HR management managers to focus more on making decisions and projects rather than paperwork. The system hopes to give the HR management division a more strategic role in the company, as the information taken from HRIS can be the basis for employee training schemes and work efficiency projects.